Memorandum of

WBCS (Executive) Officers Association

to 5th State Pay Commission.

** Appreciation and Appeal of the WBCS (Executive) Officers

Association.
The Honble Chairman and the five Honble Members of the fifth
West Bengal Pay Commission are all eminent personalities in their
respective fields and professions. We are happy with the composition
of this Commission and look forward to a set of fair, logical and
favourable recommendations from this august Body.
We appeal to the Honble Commission to evolve a comprehensive
set of principles of pay determination and career-progression before
finalizing the revised pay-structure in order to avoid demoralization
and de-motivation presently affecting the WBCS (Executive) Officers,
especially in relation to the pay and career relativity between them
and contemporary IAS Officers.
1.

INTRODUCTION
1.1. The West Bengal Civil Service (Executive) [subsequently
mentioned as either Service or our Service] has its root
in the former Bengal Civil Service which was created in
the pre-independence era. Naturally, there was a seachange in the role of this Service after Independence. The
concept

of

community

development

and

welfare

administration, introduced by the Government of India,

added a very humble and humane face to this Service
which was synonymous with Magistracy during colonial
rule. The basic entry grade designation of our Service
Officers - Deputy Magistrate & Deputy Collector - created
in 1859, will complete its 150 years in 2009. Simply put,
this one instance illustrates the efficacy and durability of
this Service. The Officers of this Service are spread over
the length and breadth of West Bengal, from the
Secretariat to the remotest Blocks, constantly shouldering
the

main

burden

of

administration

in

the

State

Government.
1.2. Comparable with only the Indian Administrative Service
(IAS) in our State, one can proudly say that ours is a
time-tested Service, with a glorious past, and presently
dedicated to the development and welfare of the people of
West Bengal. If social accountability is regarded as the
prime

criterion

of

measuring

the

necessity

and

commitment of a constituted Government Service, our

Service proves to be matchless in our State. We would
request the Honble Chairman and the Honble Members
of the Commission to keep this aspect in view while
making their recommendations to the Government.
1.3. As the Cadre strength of our Service is a sizeable number
of 1767, our Officers man almost all of the important
posts in the districts, directly controlling law-and-order
administration
development

including

the

administration

police
as

well

administration,
as

revenue

administration (except the commercial revenue) and

disaster management. The Executive Magistracy in the
districts, directly connected with maintenance of peace

and harmony in the society at large, is entirely performed

by our Officers. The notable posts in the districts are
worth mentioning:

Block Development Officer (BDO) Cent percent

posts are manned by our Officers.

Sub-Divisional Officer (SDO) Almost 93% posts are

held by our Officers.

Additional District Magistrate (ADM) Almost 80%

posts are manned by us.

District Land & Land Reforms Officer (DLLRO) All

posts, except one or two, belong to our Cadre.

District Magistrate (DM) 3 posts have been allotted

to Officers of this Service.

1.4. The Honble Commission will surely appreciate that the

above enumeration of posts signifies the level and reach of
the administrative influence our Service Officers wield in
the districts. As such, indirectly our Service plays a
significant role in the mopping up of commercial revenue
in the districts, too.
1.5. In Kolkata, our role in the administrative hierarchy is
limited to the Secretariat, some important Directorates,
management of Government Undertakings and Hospitals,
Pay & Accounts Office, and Personal Secretariat of the
Honble Ministers. Posts in the Secretariat are worth
mentioning because it is the power and nerve-centre of
essential departmental governance:

Special Secretary 13 posts belong to our Cadre.

Joint Secretary 137 posts are manned by our

Officers.

Deputy Secretary Number of posts has become nonspecific because of up-gradation of posts, without
corresponding creation of posts in the lower rung,
and the bestowal of the rank of OSD & Ex-Officio
Deputy Secretary to all Service-Officers in Scale
no.18 after their service in the Cadre for 20 years.

Thus in the Secretariat of the State we hold key posts

which regulate the entire management of the system of
implementation of the policy decisions of the State
Government.
1.6. Some other important posts in Kolkata deserve mention.
The posts are:

Secretary, Public Service Commission.

Chief Executive Officer, Indian Statistical Institute

(Govt. of India deputation).

Director, Asiatic Society (Govt. of India deputation).

1.7. The nature of the duties and responsibilities which our

Service Officers are entrusted to take up, varies widely.
Whether in the districts or in the Directorates and the
Secretariat,

virtually

no

Government

Department

functions without the active and beneficial association of

our Service Officers.

Especially in the districts, our

Officers have to work round the clock, and often they do

not get the scope of enjoying even the routine weekend

holidays.
1.8. A brief pen picture of some of the important posts in the
district is furnished below:

The post of the BDO, by itself, amply demonstrates

the

wide-ranging

versatility

of

our

Officers

in

handling of various types of work simultaneously.

The State Government has recognized the importance
of the coordinating role played by the BDO at the
Block and Panchayat Samity level, by issuing an
Order but a lot of codification is further required for
effective

implementation

of

the

Order.

We

are

enclosing a separate write-up on what can be done

for making the BDO deliver more in his coordinating
capacity (Please see Annexure).

At the sub-divisional and district levels the Deputy

Magistrate and the Deputy Collectors act as the
extension of the SDO and the District Magistrate in
their various capacities both as Executive Magistrate
as well as Collector.

There are so many Departmental special posts held

by our Officers in the districts that some at least
deserve special mention in the following paragraphs:

1.

The

Additional

Executive

Officers

and

the

Secretaries of the Zilla Parishads handle the basic

administration of the Zilla Parishads.
2.

The District Panchayat and Rural Development

Officer, accountable to the Panchayat & Rural
5

Development Department, is a key functionary of the

district, as can be easily understood from the
designation itself.
3.

The District Planning Officer is placed similarly

under the Development & Planning Department.

4.

The posts of the District Municipal Development

Officer, created very recently, are being filled up by
our Officers. The Department of Municipal Affairs
created these posts for more effective administration
of the Municipalities of the State. This demonstrates,
in a small way, the Governments trust in our
Service.

5.

The Project Officer-cum-District Welfare Officer

under the Backward Classes Welfare Department is
the most important Officer posted in the districts for
the

supervision

and

implementation

of

welfare

schemes meant for the backward classes.

6.

The

Project

Director

of

the

District

Rural

Development Cell of the Zilla Parishads leads a

separate

team

of

Officers

under

the

overall

supervision of the Panchayat & Rural Development

Department, for implementation of rural development
schemes through the Panchayati Raj Institutions at
the lower tiers, namely Panchayat Samity and Gram
Panchayat.
7.

Officer

in-Charge

Employment
prestigious

of

the

National

Rural

Guarantee

Programme,

the

most

development

programme

of

the

Government of India, has been exclusively entrusted

6

to monitor effective implementation of the programme

at the grassroot level.
1.9.1. The effectiveness of our Service Officers in diverse fields of
work has created a situation where every Department
wants WBCS (Exe.) Officers for new and challenging
assignments. It is reported that, because of this demand,
the Cadre Review Committee has recommended an
increase of about 200 posts in our Cadre in various
Government Departments. Recently, the newly created
posts of the District Minority Development Officer and
the

District

Self-Help

Group

&

Self-Employment

Officer are being allotted to our Officers.

1.9.2. On a cursory enquiry one can see that at the highest tier
of the Government the recent trend of work has become
Officer- oriented. As a result, the post of Joint Secretary
has become the focal point of activity in the Secretariat
where a substantial number of such pivotal posts are
manned by our Service Officers. At the senior most level,
13 posts of Special Secretary are held by our Officers.
1.10.1. Over the last ten years our Service has emerged as the
substitute of the IAS. In the districts IAS Officers used to
hold all the posts of DM, a major portion of ADM and SDO
posts, ten years ago. Now we are holding almost all the
posts of SDO, ADM and 3 posts of DM. At the levels of
Joint Secretary and Special Secretary also we are
functioning as a substitute of IAS Officers. The Honble
Members of the Commission will surely appreciate that
the

special

administrative

position

our

hierarchy

Service
of

the

occupies
State

in

the

Government

naturally demands a comparative edge in the pay

structure at all levels in relation to the other State

Government Services. This will attract candidates of best
merit to join the Service, besides ensuring an incentive for
the Officers now toiling tirelessly with a comparatively
larger burden on their shoulders.
1.10.2. Here we quote two observations from the Report of the
Administrative

Reforms

Committee

of

the

State

Government (popularly known as "The Ashok Mitra

Committee"), published in April 1983:
(1)

" We shall also urge that the services of matured

and experienced officers belonging to the State Civil

Services should be put to greater use for providing
leadership in the district administration." (Para 9.11. Page
13)
(2)

" The Committee is further of the view that the

number of posts reserved for the All-India Service cadres

should be reviewed from time to time with a view to
creating greater opportunities for able and efficient State
Service Officers." (Para 13.10. Page 20)
1.11.1. Prior to April 1981, this Service was allowed an edge over
the Allied Services of the State Government.

We would

appeal to the Honble Commission to appreciate that, like

IAS Officers, our Services Officers constitute a general
management cadre with maximum horizontal mobility,
and are entrusted to play coordinating roles in diverse
situations at various levels in different Departments.

fundamental principle of a well-managed organization

demands that an Officer entrusted with the job of interdepartmental coordination should have a higher edge in

pay compared to those Officers whose activities are

coordinated.

Compared with Allied and other services,

treated as our equals, the sheer magnitude of managerial

responsibility shouldered by our Service Officers makes
this Service the first among equals.
1.11.2. At this point we would quote from the Report of the last
State Pay Commission the following two excerpts:
(1)

"... in the matter of pay scales, this service had been

enjoying an edge over other State Services up to 1981."

(Page 130)
(2)

" Having regard to the important role this service

has all along been called upon to play in the general

administration and outside of it, namely Panchayat and
rural

development

administration,

in

the

State

Undertakings, Statutory Bodies, etc. we recommend

increasing the posts in scale no. 19 for this service...".
(Page 131)
We would, therefore, appeal to the Honble Commission to
restore the higher edge in the pay structure in our favour.

2.

Present Pay Structure

2.1. The following chart illustrates the Pay Scales our Service
Officers enjoy in their Service tenure:

Scales

Tenure

Rank
Entry Grade

Number of
Officers (As in
October 2008)

No. 16

Upto 8 years

No. 17

From 9th year to 16 Assistant

Secretary
years
Rank (On completion of
10 years)

424

No. 18

From 16th year to Deputy Secretary Rank

27/28 years
(On completion of 20
years)

336

No. 19

After 27/28 years Joint Secretary

according
to
available vacancy

137

No. 21

After
31
years Special Secretary
according
to
available vacancy
Existing total-

608

13

1518

2.2. As we have noted in Para 1.11. our Officers do not enjoy

any higher pay benefit in the entry grade of Scale No. 16,
except the Special Pay very recently introduced only for
the post of BDO. This is the toughest phase for a new
entrant to the Service.

While a direct recruit has to slog

for an average of six years in two Blocks as BDO, after a

probation period of two years, a Promotee Officer goes
straight to work as a BDO after an induction level training
(introduced a year back).

The tenure of Block posting for

the Promotee Officers depends on their age of induction

into the Service.

10

2.3. Here, we must point it out to the Honble Chairman &

Members of the Commission that while the job hazards
and lack of pay-edge in the Service prompt talented fresh
aspirants to opt for other Allied Services instead of WBCS
(Exe.), the lack of significant financial benefits, coupled
with the spectre of occupational perils, discourages a good
number of the Feeder Service Officers (especially Officers
belonging to the Land & Land Reforms Department) from
opting for promotion to our Service. Besides, there is no
career advancement at this level except the scale
promotion to Scale No.17 by virtue of the Modified Career
Advancement Scheme (MCAS) which is available to all
State Government employees including the Group D staff.
2.4. If we compare scale promotion prospects available to the
WBCS (Judicial) and IAS Officers at the basic grade, the
relative deficiency of our service prospects looks glaringly
disadvantageous.

While the Judges get the next higher

scale after serving for only 5 years the IAS Officers get the
same after 4 years. The Honble Members can here feel the
necessity of a scale promotion for our Service Officers
after 5 years when one Officer completes his/ her first
three years in a Block as BDO and is ready to handle the
responsibility of a more critical Block elsewhere, as a
senior BDO.
2.5. The Service Officers placed in Scale No. 17 are variously
posted in the districts as Deputy Magistrate & Deputy
Collector, specially posted Departmental Officers, SDO or
equivalent, and in some cases, as Private Secretary to
Ministers.

After a tenure of 10 years in the Service an

Officer enjoys the rank of Assistant Secretary, but this

rank becomes meaningless as almost no such post is

11

available to us in the Secretariat. Besides, an Officer of

the West Bengal Secretariat Service, gradually promoted
from the Clerical Cadre, enjoys the status of Deputy
Secretary in the same scale.
2.6. In contrast, our Officers again have to wait for MCAS
benefits after a tenure of 16 years, and then have to wait
for another 4 years in Scale no. 18 (i.e. after a service
tenure of 20 years) to get the rank of a Deputy Secretary.
This is one of the points where the pre-eminence of our
Service gets grossly undermined, despite earning such
platitudes as the Premier Service of our State (As
observed in the Draft Report of the present Administrative
Reforms Committee which incidentally also notes that our
Service is severely suffering from lack of career
mobility).
2.7. In

this

phase

of

Service

assumption

of

higher

responsibility should automatically ensure a higher Pay

Scale. The Service Officers move from Deputy Magistrate
& Deputy Collector posts to special Departmental posts
after an average tenure of 12 years, before becoming SDO
shortly thereafter.

In comparison, WBCS (Judicial)

Officers get the next higher scale after 10 years whereas

IAS Officers get it after 9 years of service.
2.8.1. Officers of the Service enjoying Scale No. 18 hold most
vital posts of the Government (before becoming Joint
Secretaries), namely, ADM, OSD & Ex-Officio Deputy
Secretary,

Deputy

Secretary,

Private

Secretary

to

Ministers and Private Secretary to Chief Minister etc..

Ironically, it is in this phase that our career mobility gets
even more severely restricted.

At present, our Service

12

Officers placed in this scale (No. 18) have to wait for an

average of 12 years before getting promotion to Scale
no.19 as Joint Secretary. It means a service-tenure of 28
years.

Honble

Chairman

and

Members

of

the

Commission can appreciate our view that this career lag

robs the sheen of our Service to a great extent.

contemporary IAS Officer gets this scale after a servicetenure of 13 years while a WBCS (Judicial) Officer gets the
same after an average service-tenure of 1315 years.
2.8.2. When one of our Officers serving the Government at this
level compares his relative career prospects with that of
his contemporaries mentioned above, it has a profound
demoralizing effect on his mindset because of the acute
stagnation affecting his career progression at the stage.
This de-motivates him not only while carrying on with his
official duty in his present capacity, but also at the
subsequent stages of his career. One can only say with
some amount of regret that the Government can hardly
expect dynamic service from this group of disillusioned
Officers in spite of their unquestionable commitment to
Government work.
2.9.1. We would also like the Hon'ble Commission to note that,
in contrast to the Officers of the West Bengal Secretariat
Service, neither the promotee Officers nor the special
recruits of our Service are getting a chance to advance to
the rank of Joint Secretary, because of the bottleneck in
the movement from Scale no.18 to Scale no.19. Those who
have relatively shorter lengths of service are retiring in the
Scale no.17 itself. The rest of such Officers are all retiring
in Scale no. 18. When these Officers start their career in
the Feeder posts they get the Scale no. 12/14 whereas the

13

Officers of the West Bengal Secretariat Service start their

career in the clerical cadre in Scale no. 8/9. Thus we can
see how an Officer starts his career above the clerical
cadre but ends his career at a significantly lower level.
This has an adverse effect on the above group of Officers
after they enter this Service. This is not only an
anomalous situation but also an injustice. We would
appeal to the Hon'ble Commission to rectify this position.
2.9.2.

Here we would request the Hon'ble Chairman and

Members of the Commission to note the following
observation
Reforms

of

the

Report

Committee

of

of
the

the

Administrative

State

Government

(popularly known as "The Ashok Mitra Committee"),

published in April 1983:
(1)

"We may mention in passing that the morale of

State administration, both at the headquarters, and in the

districts, is likely to improve significantly provided, in
matters of promotion and advancement of career, some
consideration is given to the case of officers who were
promoted to the State Civil Service and have put in a
relatively long service in Government." (Para 9.12. Page
no.13 italics ours)
2.10.

In

addition

to

the

problems

affecting

our

career

advancement mentioned so far, we would like to point it

out to the Hon'ble Chairman and Members of the
Commission that a general problem of scale overlapping
at all levels of the above career advancements yields only
marginal financial benefits for the Officers when they get
the higher scales. This is a major shortcoming of the
existing scheme of career advancement that has to be set

14

right

by

the

Hon'ble

Commission

through

its

recommendations.
2.11.1. Apart from all the above points of consideration, we would
request the Hon'ble Commission to note our following
submissions regarding the relatively better career mobility
available to some of the other State Services. This is most
unfortunate.
2.11.2. In 1983 Finance Department issued Memo No. 12560-F
dated 12-10-1983 which clearly mentions that the
Government policy is to allow the first movement to the
higher scale to an employee after a minimum service span
of 6 years and the second movement to the next higher
scale after a minimum service span of 13 years.
2.11.3. However, this 1983 circular was quashed by the Calcutta
High Court in C.O. No. 590(W) of 1988.

As a

consequence, according to the 1981 promotion policy,

there was no minimum service period prescribed for
moving up to the next two higher pay scales.

Newly

constituted services like the West Bengal Food & Supplies

Service, the West Bengal Audit & Accounts Service
derived maximum benefit because of this judgment.
There are many instances where Officers of the West
Bengal Audit & Accounts Service moved on to the second
higher scale within two years of entry to the service. Thus
Officers of West Bengal Audit & Accounts Service Officers
of 1980s enjoy higher basic pay than contemporary
Officers of our Service. To cite an example, as on 1 August
2008, an Officer of the 1980 Batch of the West Bengal
Audit & Accounts Service drew a Basic Pay of Rs.

15

16500/= whereas an Officer of the 1980 Batch of WBCS

(Executive) drew a Basic Pay of Rs. 15750/=.
2.11.4. For the West Bengal General Service, the West Bengal
Civil Service (Judicial) and the West Bengal Audit &
Accounts Service, distribution of posts has been made in
the ratio of 6: 3: 1. Whenever there is any increase in the
cadre

strength

the

posts

are

being

continuously

distributed in that ratio of 6: 3: 1. In case of the West

Bengal Audit & Accounts Service the cadre strength
increased due to merger of their Junior Service with them.
Now the cadre strength is more than 1000.

As a

consequence more and more Officers of this Service get

the benefit of moving on to the next scale as per 1981
policy. This feature is totally absent in our Service. Our
cadre strength has remained constant at 1767 and no
Officer of this Service has got the next scales even in the
minimum period of 6 years or 13 years as originally
contemplated by the Government. In fact, our Officers got
scale change only after 10 years of Service in term of the
Career Advancement Scheme, 1990.
2.12.1. Special Secretary Posts are the highest responsibility our
Officers are given in the Secretariat. At present 13 posts
in Scale no. 21 are allotted for us.

The last State Pay

Commission felt the inadequacy of promotional avenues

available to these senior most Service Officers and
recommended allotment of at least 8 posts of Special
Secretary.

Afterwards, the State Government felt it

essential to increase the number to 13.

2.12.2. Unfortunately, the average service length of our Officers,

who do not get promotion to the IAS (financially very

16

lucrative at present) because of the age-factor, is not more

than 32 years. This group of Officers is getting this
highest post well after 30 years of service. As a result,
they are able to serve in this post on an average tenure of
one year (actually six months to one-and-half year).
Consequently, on the one hand, the Government is not
able to utilize fully their service experience at this stage;
and on the other, this touch-and-go phenomenon has
been undermining the importance of these senior most
posts. On both counts the situation is not desirable. This
also makes the exit level (the point of superannuation) of
the Service somewhat unappealing. New aspirants to the
Service often try to gauge the importance of the Service by
assessing the level of pre-eminence both at the entry and
the exit levels. We have illustrated how this edge has
been blunted. In subsequent paragraphs we shall suggest
suitable measures to arrest this trend.
3.

Proposed Pay Structure

3.1.1.We feel the concept of Pay Band and Grade Pay introduced
by

the

Government

of

India,

following

the

recommendation of the Sixth Central Pay Commission

(CPC), is a most original and excellent idea.

We have

studied the concept extensively. We feel it is most logical

and scientific. It is primarily aimed at the welfare of the
employees, and according to our perception, it is a
scheme which a good employer should adopt. In addition,
we would like to demand that the new pay structure
should come into force from 1st January, 2006 for all
State Government employees.
3.1.2. Accordingly, we propose that the entire restructure of Pay
Scales through Pay Band and Grade Pay; annual
increment at a uniform rate of 3% of Pay; and the mode of
fixation of Pay in the new Pay Bands, as adopted by the
Government of India, should be followed at all levels. The
17

only departure we propose is that the month of increment

may not be made the same for all employees.

This

recommendation of the CPC does not appear to be

conducive to us. We do not find any reason behind such a
step; it neither benefits the employees as a whole, nor is it
advantageous for the Government.

3.2. Fixation in, and Movement to, Higher Pay Scales

3.2.1. We have already shown in paragraphs no. 2.3 and 2.4
how the Service has become unattractive, especially at
the entry point.
3.2.2. Considering this aspect as well as the edge in Pay we are
proposing, we propose allotment of Pay Band 3, with
Grade Pay of Rs. 5400/-, corresponding to the existing
Scale no.16, for entry grade Officers, with a provision of
2 additional increments at the starting point.

This

marginal edge over other State Services will be in tune

with the edge in Pay given to IAS Officers by the
Government of India, and this will make the Service
attractive to fresh blood as well as to the Promotee
Officers.

Besides, this edge in Pay will have an

additional cushioning effect on the hazards faced by the

BDOs (who are placed in the entry grade).
3.2.3. Movement (First scale promotion) to the next higher
grade from the entry grade (i.e. from existing Scale no.16
to Scale no.17) occurs at present after 8 years. While
the

policy

of the

State

Government

provided

an

eligibility-span of 6 years in this respect, WBCS

(Judicial) Officers move to the corresponding higher
scale in 5 years and the IAS Officers in 4 years.
Considering all these, as well as our reasoning at
Paragraphs 2.2 to 2.4, we propose that the movement to
the higher grade in Pay Band 3 (with a grade Pay of Rs.
18

6600/-) should be made automatic for confirmed

Officers of the Service after 2 years of Probation and 3
years as BDO in the first Block-posting, taken together,
that is after 5 years of service.
3.2.4. We propose allotment of Pay Band 3, with grade Pay of
Rs. 6600/-, for Officers presently enjoying Scale no.17.
At this stage, too, we are proposing a provision of 2
additional increments at the starting point, in line with
the edge allowed to the IAS Officers, and the edge we
would like to have in our favour.
3.2.5. From this stage we propose automatic movement to the
higher grade (2nd scale promotion) in Pay Band 3 (with a
grade Pay of Rs. 7600/-) after a total service of 12 years.
While the Government Policy provided an eligibility of 13
years for this movement, the WBCS (Judicial) Officers
get it after 10 years and the IAS Officers after 9 years.
Our proposal also takes into account that after 12 years
our Officers are poised to get functionally very important
postings as SDO or its equivalent.
3.2.6. For Officers presently placed in Scale no.18 we propose
allotment of Pay Band 3 with a grade Pay of Rs. 7600/with 2 additional increments at the starting point.
This is the last point where we are proposing the
introduction of the additional increments in line with
our argument for establishment of a symbolic edge over
other State Services.
3.2.7. We have shown in Paragraphs 2.8.1 and 2.8.2 how our
direct recruit Officers are presently stagnating at this
level and, in Paragraph 2.9, how all the Promotee
Officers are retiring at this stage or earlier, without
getting

elevation

to

the

post

of

Joint

Secretary.

However, as we are not proposing automatic movement

to the level of Joint Secretary because of various
19

constraints, including the concept of number of posts

earmarked by the Government from this level upwards,
we would like to present before the Hon'ble Commission
a package of composite proposals for better movement to
the higher pay-scales (starting with the elevation to
Scale No. 19) for consideration and recommendation.
But before that we propose allotment of Pay Band 4,
with Grade Pay of Rs. 8700/-, for Joint Secretaries
presently enjoying Scale No.19.
3.2.8(A). The pool of Officers in Scale No.19 (137 in number)
hold the most important and pivotal posts in the
Secretariat and Directorate, apart from the 3 posts of
District Magistrate.

Moreover, Officers of the Service,

who come under the zone of consideration for promotion

to the IAS, generally belong to this group. However, this
promotion to the IAS reveals the extent of pay
discrimination that our Service Officers have been
subjected to.

An Officer of our Service who gets

promoted to the IAS enjoys a pay packet higher by Rs.

12000/- (before the introduction of the new pay
structure of the 6th CPC) than his/her batch-mate in
the Service who could not get the promotion despite
holding same seniority and identical job responsibility.
At the same time, it is to be noted that getting promotion
to the IAS does not necessarily depend on performance
and merit position of an Officer.

The important

determinant in this regard is the age of an Officer,

because the upper

age-limit for promotion to the

IAS is 54 years.
3.2.8(B). The

abovenoted

huge

gap

in

salary

(and

the

corresponding embarrassing difference in Retirement

benefits),

apart

from

different

other

benefits

or

allowances like LTC, medical facilities etc. has had an

enormously demoralizing effect on the entire Cadre of

20

our Service in general, and this group of Officers in

Scale No.19 in particular. This demoralization in Scale
No.19 and the stagnation in Scale No.18 have initiated
a

very

significant

phenomenon

which

was

never

experienced previously : Officers are frequently opting

for Government of India deputation posts, and in some
instances, are even inclined to quit their jobs to join
Private Corporate Bodies offering lucrative salary and
perquisites.
3.2.8(C). At this juncture, we request the Hon'ble Members of the
Commission to consider this issue with all the gravity it
demands, while formulating its recommendations to the
Government.
3.2.9(A). For Officers presently posted as Special Secretary
enjoying Scale No. 21 we propose allotment of Pay
Band 4 with Grade Pay of Rs. 10000/-.
3.2.9(B). As we have pointed out in the Para no. 2.8.1 the average
tenure of an Officer of the Service comes to 27-28 years
before he gets the post of Joint Secretary in Scale No.
19. Thus the average stay of an Officer in this scale is
between 3 and 4 years. Those who are lucky to have
greater lengths of service can move to the next pay scale
available to us, i.e. Scale No.-21. But stay in this scale
is generally less than 2 years as we have shown in Para
no. 2.12.2.

This short stay as Special Secretary,

coupled with the indifference of the Government in

better utilization of the services of this very senior
group of Officers, has made such scale movement a
routine affair. Besides, this phenomenon makes this
change rather insignificant in the Departments where
such Officers are placed.

We have proposed better

management of the cadre at this level in the following

paragraphs.

21

3.3. The Package of Proposed Vertical Movement to Scale No. 19

and Upwards:

3.3.1. We have explained in detail in the foregoing paragraphs

the present position of vertical movement of Officers of
the Service in the Pay Scales (from Scale No. 16 to Scale
No. 21). In order to remove the bottleneck in movement
from the Joint Secretary level upwards we propose the
following three measures:

(1)

Marginally increasing Joint Secretary posts in Scale

No.- 19 to 150 in number (from existing 137 posts).

(2)

Opening of existing Pay Scale No. 20, hitherto not

given to us, for Joint Secretaries serving more than
one year in Scale No. 19, and allotting 60 posts
(40% of 150 posts in Scale No. 19) in that level,
designated

as

Senior

Joint

Secretary.

Corresponding allotment of Pay Band4 with Grade

Pay of Rs. 8,900/- is proposed for Officers of this
level while re-structuring the pay scale. Benefit in
financial terms will be very marginal at this stage.
But opening of the Pay Scale is crucial not only for
our better movement to the level of the Special
Secretary but also for easing the stagnation below
the level of Joint Secretary.

(3)A Increasing Special Secretary posts to 35 in number

(from existing 13 posts). We propose earmarking of
these posts in 35 important Departments in such a
manner

that

these

Special

Secretaries

can

streamline the Secretarial supervision over the Joint

Secretaries working in the Departments. In this way
these Officers will be able to play a significant role

22

in their Departments under the Principal Secretary

heading

the

Departments.

If

the

Hon'ble

Commission agrees in this respect we can sit with

the Government to identify the Departments where
we want these Special Secretary posts to be
earmarked.
(3)B At this stage, however, we would like to place before
the Hon'ble Members of the Commission a special
demand for recommendation to the Government:
giving charge of one or two Departments as
Secretary to one or two Officers from among the
above group of 35 Officers. We are observing that
the dearth of direct recruit IAS Officers at the
Secretarial level is creating a situation in which one
Principal Secretary of a Department is being
burdened with the additional charge of another
Department. Besides, it has to be kept in mind that
our senior most Officers have been manning the
posts of Special Secretary over the last 10 years and
are ready to hold independent charge as Secretary.
Moreover, the Honble Members of the Commission
can appreciate that at this level our Officers should
get an opportunity to utilize their wide and varied
experience in the Service by holding independent
charge of a Department.
3.3.2. What we plan to achieve through this proposed package:
(A) Allowing Officers retiring in Scale No. 19 one more
opportunity of upward movement in their service
career.
(B) Making

provision

of

corresponding

vertical

movement from Scale No. -18 to Scale No. 19 within

21 22 years of service. This will also allow some
23

Promotee Officers, with a relatively longer tenure in

the Service, to work and retire as Joint Secretaries.
(C) Allowing 2% of our Officers, according to the total
cadre-strength
Secretaries

and

of

1767,
serve

to

the

become

Special

Government

with

appropriate dignity before their superannuation.

(D) Making a provision for one or two of our Officers to
function as Secretary of one or two Departments.
3.3.3. For the benefit of the Hon'ble Chairman and Members of
the Commission we are enclosing in tabular form our
proposal on pay structure and upward movement in the
following page.
TABLE FOLLOWS IN PAGE NO. 24
INSERT

TABLE

OF

PROPOSED

SCALES

AND

VERTICAL

MOVEMENTS

24

4.

ALLOWANCES
4.1. House Rent Allowance (HRA)
4.1.1. At present HRA is given @15% of Basic Pay per
month for the entire group of Officers and Staff
employed by the State Government. There is an
upper ceiling of Rs. 2000/-.

This arbitrary

imposition of the upper ceiling has effectively

brought down the actual HRA to a lesser scale for
all Officers in general, and Senior Officers in
particular. This low rate of HRA, coupled with the
meagre upper ceiling, compare most disfavourably
with the 30% HRA allowed in Metropolitan Cities
by the Government of India (GOI), without any
upper ceiling.

This is an indication of the State

Governments attitude : depriving the Officers

only. Moreover, the logic behind the amount of
HRA being given by the GOI is the high costs of
house

rent

and

of

maintenance

(for

house

owners).
4.1.2. We would, therefore, request the Hon'ble Members
of the Commission to recommend HRA

for our

Officers at the following rates, without any upper

ceiling:

Sl No.

Area

Proposed HRA

Kolkata
and
its
Agglomeration Areas
Delhi.

Urban
New

30% of Basic Pay

01

02

Three Hill Sub-Divisions under

Darjeeling district

30% of Basic Pay

03

Other areas in the State

&

20% of Basic Pay

25

4.1.3. We

would

request

the

Hon'ble

Members

of

the

Commission to remove another punishing restriction on

couples, or one of the spouses, working under the State
Government. The existing upper ceiling of Rs. 2000/- is
applicable on the HRA admissible to both of them taken
together, while the GOI allows unlimited HRA individually
to both the spouses working under it. The Honble
Commission should recommend GOI norms in this
respect.
4.2. Dearness Allowance (DA)
At present State Government employees are not getting
DA at par with the employees of the GOI in spite of the
declared policy of the State Government that such
allowance will be at par with that given by the GOI. We
propose grant of DA for the state officials at the same rate
and with effect from the same date as and when granted
by the GOI for their officials.
4.3. Group Insurance
We propose that the scheme of Group Insurance should
be revised in line with the revision made by the GOI for its
Officers in the following uniform manner:

Sum Insured: Rs. 7.2 lakhs.

Monthly premium:

Rs. 720

4.4. Children Education Allowance and Reimbursement of

Tuition Fee:
We propose reimbursement of Tuition Fee upto two
children and the annual ceiling fixed at Rs. 12000/- per
child. Hostel subsidy may be reimbursed upto Rs.3000/26

per

month per child and the above limit may be

automatically raised by 25% every time the DA on the

revised pay structure goes up by 50%, on the pattern
admissible

to

implementation

the
of

Officers
the

GOI

of
No.

the

GOI.

[As

per

12011/03/2008-Estt

(Allowance) dated 2 September, 2008 of Ministry of

Personnel, Public Grievance and Pensions, GOI].
4.5. Leave Travel Concession (LTC):
We hope that the Hon'ble Members of the Commission
would put an end to the long standing deprivation of our
Officers in respect of the existing pattern of LTC. It is not
only discriminatory but also derogatory. We propose that
Officers may be allowed to travel along with their families
to any place in India once in a block of 4 years. We also
propose that the Officer may be allowed leave encashment
to the extent of 10 days in line with the scheme of LTC for
GOI Officers, over and above the leave encashment
admissible to the extent of 300 days (maximum) at the
time of superannuation.
4.6. Transfer Grant:
We propose transfer grant of one month's pay in all cases
of transfer where a change of station, along with a change
of residence, is involved. We also demand transfer grant
equal to a month's pay last drawn in case of those
employees who, after retirement, settle down at places
other than the last station of their duty located at a
distance of more than 20 kilometres. In the case of
Officers who settle after retirement at the last station of
duty itself, one-third of the composite transfer grant may

27

be allowed, prvided a change of residence is involved. [As

per implementation of the GOI Order No. 19030/3/2008E.IV dated 23 September 2008, of the Finance Department
of the GOI].
4.7

Traveling Allowance and Daily Allowance (TA & DA) :

We propose that the existing system of TA & DA should be
continued, with proportionate increase in the rates after
the revised pay structure becomes effective.

4.8

Hill Allowance and Winter Allowance :

We propose continuation of the above allowances at the
existing rates, with quantum increase commensurate with
increase in pay after pay revision.

4.9

Deputation Allowance :
At present the concept of deputation allowance is nonfunctional for our Officers. We propose that the Hon'ble
Members of the Commission may recommend to the
Government a specific guideline in this regard.

5.

RETIREMENT BENEFITS
5.1. Gratuity:
It is quite incomprehensible why our Service Officers
should be subjected to arbitrary discrimination in respect
of death-cum-retirement gratuity vis--vis GOI Officers.
The upper limit of gratuity for State Government Officers
has been fixed at Rs. 2.5 lakhs. This again hurts the
Officers in particular. We propose that this anti-Officer

28

bias should not be allowed any more by the Hon'ble

Members of the Commission.

We would urge them to

recommend raising of the upper ceiling to Rs. 10 lakhs, in

line with the gratuity allowed by the GOI to their Officers.
5.2.1. Pension:
We propose that the concept of full pension with
33 years of qualifying service should be dispensed
with. Once an Officer has rendered the minimum
qualifying service of 20 years, pension should be
paid @ 50% of emoluments last drawn. We agree
with

the

observation

of

the

6th

CPC

while

recommending full pension after 20 years of

qualifying service.
5.2.2. Family Pension:
We propose that the GOI norms should be
followed in this regard.
5.2.3. Quantum of Pension:
We propose that the quantum of pension/ family
pension should be increased as implemented by
the GOI [Para 5.7 & 8.3. of Order no. 38/37/08
P&PW(A) dated 2 September, 2008, of Ministry of
Personnel, Public Grievance and Pensions, GOI].
5.2.4. Commutation of Pension:
We propose that an Officer should be allowed to
commute up to 40% of his /her admissible
pension.
5.2.5. Leave Encashment :
Present arrangement of leave encashment at the
time of superannuation should be continued.

29

Honble

Members

however,

consider

of

the

Commission

increasing

the

may,

limit

of

maximum leave encashable.

6.

Additional Ex-gratia Lump sum Compensation in case of

Death While Performing Duty :
We

propose

that

the

amount

of

ex-gratia

lump

sum

compensation should be revised as shown in the table below:

7.

1.

Death occurring because of accidents in

course of performance of duty

Rs. 10 lakhs

2.

Death
occurring
in
course
of
performance of duty attributable to acts
of violence by terrorists, anti-social
elements etc.

Rs. 15 lakhs

3.

Death occurring while on duty on

account of natural disasters/ election
related violence/ extreme weather
condition.

Rs. 15 lakhs

Source of Financing the increased Pay Bill.

7.1. In this regard we would like to draw the attention of the
Honble Members of the Commission to the observation of
the 6th CPC in its report which states that "It is observed
that most of the states would be in a position to meet the
additional expenditure" (para 1.3.32). The 6th CPC also
states that " Out of the States expected to follow the Sixth
Central Pay Commission's recommendations, only Goa
and Tamil Nadu are estimated to be in a marginally
revenue deficit situation in 2007 08, as per the RBI
report" (para 1.3.31). Naturally, we can expect the State
Government to be in a relatively comfortable situation in
this regard.
7.2. We hope the Hon'ble Members of the Commission will
agree that there is enough scope to increase income from

30

various State revenues by plugging the loopholes in the

system of revenue collection and toning up the revenue
earning departments. In this connection we would like to
present before the Hon'ble Members of the Commission
an extract from the report of the Comptroller and Auditor
General of India for the year 2006-07 in respect of our
State :
"Test check of the records relating to receipts from various
Departments

conducted

during

the

year

2006-07,

revealed non/short realisation, short assessment etc. of

revenue amounting to Rs. 3,103.67 crore in 777 cases
as mentioned below :
No of
Cases

Amount (Rs in
Crore)

246

28.91

86

968.05

144

92.73

4 Motor Vehicles Tax

61

134.01

5 Amusement Tax

12

10.32

6 Stamp Duty & Registration Fees

33

3.52

7 Profession Tax

54

1.64

8 Electricity Duty

20

57.58

9 Mines & Minerals

57

85.76

i) Interest Receipts

12

1695.39

ii) Forest receipts

26

2.6

iii) Police receipts

16.7

18

6.46

777

3103.67

Sl
No

Category of Tax/Non-tax

1 Sales Tax
2 Land Revenue
3 State Excise

10 Non-tax Receipts

iv) Receipts from Irrigation &

Waterways
TOTAL

31

SYNOPSIS OF THE MEMORANDUM

A.

The main thrust of our submission before the Commission is

two-fold :
1.

To establish a meaningful edge in pay and promotional

avenues for our Service Officers, in line with the
significant

role

our

Service

plays

Government's administrative hierarchy.

in

the

State

At present our

career prospects are lagging far behind those of the IAS,

the WBCS (Judicial) and even behind those available to
the West Bengal Secretariat Service and the West Bengal
Audit & Accounts Service.
2.

To show how our Service has come to function as the

substitute of the IAS as the supreme managerial cadre in
the State Government and urge the Hon'ble Commission
to

formulate

its

recommendations

in

our

favour

accordingly.
B.

Our Demands for In-Service Officers

1.

Date of effect of the new pay structure : 1st January,

2006.

2.

Introduction of GOI's Pay Band-3, with Grade Pay of Rs.

5400/- for the Grade No. 1 (Entry grade), corresponding
to the existing Scale No.16, plus 2 additional increments
at the initial stage.

3.

Introduction of GOI's Pay Band-3, with Grade Pay of Rs.

6600/- for the Grade No. 2 corresponding to the existing
Scale No.17, plus 2 additional increments at the initial
stage.

32

4.

Introduction of GOI's Pay Band-3, with Grade Pay of Rs.

7600/- for the Grade No. 3 corresponding to the existing
Scale No.18, plus 2 additional increments at the initial
stage.

5.

Introduction of GOI's Pay Band-4, with Grade Pay of Rs.

8700/- for the Grade No. 4 corresponding to the existing
Scale No.19, with 150 posts of Joint Secretary earmarked
for our Service.

6.

Opening of a new Grade No. 5 in Pay Band-4 with Grade

Pay of Rs. 8900/-, corresponding to the existing Scale No.
20 (hitherto not given to our Service) for 60 posts of
Senior Joint Secretaries (new scheme).

7.

Introduction of GOI's Pay Band-4, with Grade Pay of Rs.

10000/- for the Grade No. 6, corresponding to the existing
Scale No.21, with 35 posts of Special Secretary earmarked
for our Service in 35 prominent Departments.

8.

Giving charge of one/two Departments as Secretary to our

Officers.

9.

Annual increment at the uniform rate of 3% of Pay at all

levels. However, no fixing of one particular month for such
increments for all Officers.

10.

We propose pay fixation to be similar to that of the GOI's

scheme, and as per the Table of the Union Ministry of
Finance. [GOI F No. 1/1/2008-IC dated 30 August 2008 of
the Union Ministry of Finance]. It is logical to maintain the
difference between the junior and senior Officers. In case
of fixation following the recommendations of the earlier
Pay Commissions (both CPC and SPC) such difference

33

was wiped out over a good number of batches of Officers,

causing widespread grievance among the senior Officers.
11.

Automatic vertical mobility from Grade No. 1 (Entry

Grade) to Grade No. 2 after 5 years of service.

12.

Automatic vertical mobility from Grade No. 2 to Grade No.

3 after 12 years of service.

13.

Vertical movement from Grade No. 3 to Grade No. 6 as per

available vacancy, but only according to our composite
proposal of 150 posts in the Joint Secretary level, 60
posts in the Senior Joint Secretary level, and 35 posts in
the Special Secretary level.

14.

Formulating Commission's recommendations in such a

manner that the huge gap, in the salary of our Service
Officers compared with that of the contemporary Officers
promoted to the IAS from our Service and serving at the
same level of Joint Secretary, is bridged.

15.

(i)

HRA @ 30% of basic pay, with no upper ceiling, for

Officers posted in Kolkata Urban Agglomeration
areas, New Delhi and in the three hill sub-divisions
of the Darjeeling district.

(ii)

HRA @ 20% of basic pay, with no upper ceiling, for

Officers posted elsewhere in the State.

(iii)

No restriction in admissibility of HRA to husband

and

wife

working

under

the

Government/Government aided Organization.

16.

DA at par with that given by the GOI, and from the same
date of effect given by the GOI.

17.

Children Education Allowance, LTC, Transfer Grant - at

par with those given by the GOI.

34

18.

TA

&

DA

proportionate

Existing

quantum

system

to

increase

continue,

with

in rates after

pay

revision.
19.

Hill Allowance & Winter Allowance Quantum increase

after pay revision (at existing rates).

20.

Deputation Allowance Recommendation of a specific

guideline by the Hon'ble Commission.

21.

Increase of Group Insurance cover to Rs. 7.2 lakhs

(Premium Rs. 720/- per month) for all Officers.

C.

Our Demands in respect of Retirement Benefits:

1.

Gratuity Upper ceiling of Rs. 10 lakhs

2.

Full pensionary benefits with 20 years of qualifying

service.

3.

Family Pension at GOI rates.

4.

Increase of Pension/ Family Pension as implemented by

GOI.

D.

Additional

Ex-gratia

compensation

in

cases

of

death

occurring while performing official duty :

1)

Rs. 10 lakhs in case of accidents.

2)

Rs. 15 lakh in cases of deaths because of terrorists/

antisocial activities or on account of natural
disasters/

election

related

violence/

extreme

weather condition.
CONCLUSION
We have attempted to cover all the aspects related to the Pay and
Allowances of our Service in the above paragraphs for kind
consideration of the Honble Members of the Commission. However,
we would like to have the scope of submission of a supplementary
Memorandum before the Commission if required at all.

35